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Executive Director, Human Resources & Talent Management

School of International and Public Affairs

Executive Director, Human Resources & Talent Management

  • 557314
  • New York
  • School of International and Public Affairs
  • Full Time
  • Opening on: May 20 2026
  • Grade 15
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  • Job Type: Officer of Administration
  • Bargaining Unit:
  • Regular/Temporary: Regular
  • End Date if Temporary:
  • Hours Per Week: 35
  • Standard Work Schedule:
  • Building:
  • Salary Range: 170,000-190,000
The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.
 

Position Summary: 

Reporting to the Vice Dean of Administration, the Executive Director of Human Resources & Talent Management provides strategic and operational leadership for all talent and human resources functions supporting Columbia School of International and Public Affairs (SIPA) administrative and faculty populations. The Executive Director oversees a team of HR professionals and serves as the School’s most senior HR executive, responsible for developing and executing a comprehensive talent strategy aligned with SIPA’s mission, culture, and long-term vision.

This individual will work closely with the Senior Leadership Team, and University partners to create an inclusive, high-performing work environment that attracts, develops, and retains top-tier administrative professionals and faculty. The Executive Director is a trusted advisor, thought partner, and key member of the School’s leadership, driving innovation in talent acquisition, organizational design, employee engagement, and workforce planning.

Responsibilities: 

Strategic & Team Leadership:  

  • Serves as a senior advisor and thought partner to SIPA leadership on talent strategy, organizational effectiveness, and workforce planning. 

  • Leads, mentors, and supports a high-performing HR team across recruitment, employee relations, HR operations, and academic personnel, fostering a culture of accountability, development, and service excellence. 

  • Develops and implements a comprehensive, school-wide human capital strategy aligned with SIPA’s mission, values, and long-term vision. 

  • Promotes a cohesive, inclusive, and innovative culture across the HR function and broader institution, ensuring alignment with SIPA’s strategic priorities and continuous improvement in HR practices. 

  • Represents SIPA in University-wide HR initiatives and collaborates with partners including Central HR, OGC, Labor Relations, and peer schools. 

  • Oversees coordination with curriculum and faculty affairs offices to ensure seamless support for academic HR needs. 

Talent Acquisition:   

  • Oversees a strategic, equitable, and efficient hiring process for both staff and faculty roles. 

  • Partners with SIPA leadership to assess current and future staffing needs and to design effective sourcing, selection, and onboarding strategies. 

  • Collaborates with HR operations and talent services teams to ensure recruitment practices are inclusive and aligned with best practices. 

  • Analyzes workforce data and labor market trends to guide recruitment strategies in a competitive talent environment. 

  • Develops and monitors talent acquisition success metrics to measure impact and return on investment. 

Talent Management & Employee Relations:  

  • Designs and leads initiatives across the employee life cycle, including performance management, career pathing, employee engagement, and succession planning. 

  • Partners with senior leaders to conduct needs assessments and uses people analytics to guide development and retention strategies. 

  • Designs, develops and manages a comprehensive suite of staff learning and development programs at all levels, from onboarding through leadership development. Oversees the creation and delivery of targeted programs including foundational skills training, management essentials, inclusive leadership, and change management.          

  • Oversees employee relations and labor relations, including management coaching, conflict resolution, policy guidance, and disciplinary processes. Partners closely with Central HR, OGC, and Labor Relations on complex matters to foster a respectful, compliant and high-performing work environment 

  • Represents SIPA in union-related matters (Local 2110), working closely with Central HR and OGC to ensure compliance with University policies and collective bargaining agreements. 

Operations & Organizational Effectiveness: 

  • Partners with leadership on organizational design, staffing models, and change management initiatives to enhance structure and effectiveness. 

  • Ensures consistent application of University HR policies and compliance with federal/state labor laws and internal audit requirements. 

  • Oversees onboarding and offboarding, leaves administration, and policy interpretation to ensure an efficient and positive employee experience. 

  • Collaborates with the Office of Academic Affairs to align people processes across faculty and staff systems. 

  • Supports Vice Dean of Administration in special projects, policy development, and long-term HR planning initiatives. 

Financial & Data Management:  

  • Manages HR-related budgeting and collaborates with Finance on fiscal planning, workforce cost projections, and headcount analysis. 

  • Collaborates with Data Analytics to develop and maintain HR dashboards and reporting systems that provide insight into hiring, retention, engagement, learning & development, and compensation trends. Leverages data to assess effectiveness of talent initiatives.  

  • Uses data to identify gaps, opportunities, and priorities across HR operations and strategic planning. 

  • Partners with HRIS teams to ensure data integrity and system optimization in support of HR analytics and compliance. 

Minimum Qualification

  • Bachelor’s degree required; advanced degree in Human Resources, Business Administration, or related field preferred. 

  • 8–10 years of progressively responsible HR leadership experience with demonstrated success across the HR spectrum. 

  • Deep understanding of HR disciplines including employee relations, recruitment, learning and development, compensation, and labor law compliance. Familiarity with collective bargaining environments and union relations. 

  • Strong interpersonal and communication skills; ability to partner, influence, and coach at all levels of the organization. 

  • Experience working in a complex, matrixed organization with diverse stakeholder needs. 

  • Exceptional judgment, emotional intelligence, and discretion when handling sensitive matters. 

Preferred Qualifications

  • Prior experience in higher education or a mission-driven organization. 

  • Demonstrated experience managing HR business unit budgets and financial planning. 

  • Familiarity with HR data analytics and reporting systems 

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.

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